醫療機構人員工作價值觀與組織公民行為相關性之研究

Research on the Relationship between Work Value and Organizational Civil Behavior among Employees in Medical Institutions

目的：暸解該醫療機構各工作屬性成員對工作價值觀與組織公民行為的 知覺，以及探討二，者之間相互的關像。 方法：工作價值觀量表參考朴英培（1 988 ）根據Wollack 等（1 971 ）所發 展之工作價值量表（SWV） 為藍本；組織公民行為量表採用林淑姬（1 992 ） 參考Organ （ 1988 ）及Podaskoff et al. （1990） 的問卷所研擬的組織公民行為量 表，採問卷方式，於93 年3 月1 日至15 日針對某區域醫院員工進行調查。總計 發出500 份問卷，回收369 份問卷，扣除填答不完全，有效問卷246 份，有效回 收率為49.2% 。 結果：以整體來看，工作價值觀四構面中以「內在價值」平均值最高、 「晉升價值」平均值最低。組織公民行為六構面中以「敬業守法」平均值最 高、「不生事爭利」平均值最低。 人口特性對工作價值觀及組織公民行為有顯著性差異。「工作價值觀」 以護理人員的得分最高，醫療人員最低。「組織公民行為」以行政人員的得 分最高，醫療人員最低。工作價值觀與組織公民行為有顯著正相關。工作價 值觀對組織公民行為具有預測力。 結論：員工的工作價值會影響在組織內的行為，當工作價值觀愈趨向正 向，員工表現的公民行為也愈趨向正向、積極，故建議醫療機構可針對不同 的工作群體人員加強其不同工作價值觀之激勵，並努力的促使員工展現組織公民行為，以提昇組織生產力、降低成本，使組織團隊更加合作及提昇服務 品質，對組織績效及目標之達成有莫大助益。

Goal: To study the acknowledge between work value and civil behavior among employees in every category of a medical institution, and to search their relationship. Approach: The work value measure table is based on the 'Work Value Measure Table' which developed by Pu, Yin-Pei 1988 according to Wollack etc 1977 . Organizational civil behavior measure table is adopted Lin, Shu-chi's 1992 which is taken the questionnaire of Organ 1988 & Podaskoff et al. 1990 for reference. This article adopts questionnaire survey approach in the survey to one regional hospital staffs from 1st March 2004 to 15th March 2004. Total 500 questionnaires sent and 369 returned. Excluding the incomplete ones, 246 effective questionnaires rest. The effective return rate is 49.2%. Result: In four dimensions of work value overall, the average of 'Internal Value' is highest, and 'preferment Value' lowest. In six dimensions of organizational civil behavior, the average of 'belong to job and obeying the rule' is highest, and 'not to be troublemaker or fight for interest' lowest. Population category is prominent divergence to work value and civil behavior. According to the result of work value, nurses get the highest scores, and doctors get the lowest contrary. The administrative staffs get highest scores, and doctors get the lowest according to civil behavior. Work value is prominent positive to civil behavior. This article also finds that work Value is preceding factor to civil behavior. Conclusion: Employee's work value can affect the behaviors in a organization. While more positive the work value, the civil behavior is also more positive. Hence, this article suggests the medical institution can strengthen incentive of different work value according to difference category. It also needs to urge employees to express their civil behavior. It will elevate the organizational productivity, lower the cost, collaborate the organization, and enhance the service quality. It will gain much benefit to organizational effect and goal attainment.